manpower planning lec9 040812

7/28/2019 Manpower Planning Lec9 040812

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Recruitment & Selection Recruitment refers to the process of attracting,

screening, and selecting qualified people for a job at anorganisation or firm.

This is done to meet the requirement of theorganisation in having the right people to do the rightjob at the right time to ensure that the organisations

goals are met. It is a continuous process in which the organisation

attempts to develop a pool of competent applicants forthe future human resources need.


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Internal Factors affecting

Recruitment Process The internal factors affecting recruitment process are

as follows:

Recruitment policy The recruitment policy of anorganisation specifies the objectives of recruitment andprovides a framework for implementation ofrecruitment programme.

Human resource planning Effective human resourceplanning helps to determine the number of employeesto be recruited and the qualification they must possess.

Size of the organisation If the organisation plans toexpand its business, it will hire more personnel to

handle its operations.


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Internal Factors affecting

Recruitment Process Cost of recruitment Organisations try to employ that

source of recruitment, which will bear a lower cost to theorganisation for each candidate.

Growth and expansion Organisation will employ morepersonnel if it plans to expand its operations.


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External Factors affecting

Recruitment Process The external factors affecting recruitment process are

as follows:

Supply and demand If the company has a demand formore professionals and there is limited supply in themarket for the professionals that the company demands,then the company will have to depend upon internalsources. They will be provided special training and

development programmes. Labour/workforce market Employment conditions in

the community/ area where the organisation is locatedwill influence the recruiting efforts of the organisation.


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External Factors affecting

Recruitment Process Reputation of the organisation Image of the employer

can work as a potential constraint for recruitment.

Political-social-legal environment Various governmentregulations that prohibits discrimination in hiring andemployment have direct impact on recruitmentpractices.

Unemployment rate When the company is not creating

new jobs, there is often oversupply of qualified labourwhich in turn leads to unemployment.

Competitors The recruitment policies of thecompetitors also affect the recruitment function of the

organisations.


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Sources of Recruitment


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Internal Sources of Recruitment

The internal sources of recruitment are as follows:

Transfers The employees are transferred from onedepartment to another based on their efficiency andexperience. Transfer of employees from one place toanother is made considering the work, worker and therequirement of the organisation.

Promotions The employees are promoted from onedepartment to another on the basis of their efficiency

and experience. An organisation would like to fillvacancies at higher levels through internal promotionsto ensure that there is continuity in service and since thepromoted employee knows the organisation well, it is

easier to fill the positions at higher level.


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Internal Sources of Recruitment Upgrading and demotion Upgrading and demotion of

present employees is performed according to theemployees performance. In the current scenario,

demotion is generally not used as an option.

Recruitment of retired employees Retired andretrenched workers might be recruited once again incase of shortage of qualified workers or increase in work

load. This source is used only if the job does not have anage constraint for example sales, which usuallyinvolves extensive local or outstation travel and cannothave a retired employee to fulfil the job requirements.


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Internal Sources of Recruitment Recruiting of relatives of disabled employees The

relatives of disabled employees are also recruited so thatthe members of the family have an additional source of

income. Recruitment of ex-employees The employees who have

left the organisation may be willing to join it again. Insuch a case the organisation may consider them. These

employees have worked in the organisation before andtherefore the recruitment is also done based on the ex-employee.


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Advantages of Internal Recruiting Internal applicants are already familiar with

the organization

Managers already know candidates Can help boost levels of employee motivation

and morale


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External Sources of Recruitment The external sources of recruitment are as follows:

Employee referral The existing employees of theorganisation refer their family members, friends,relatives and acquaintances and the organisationrecruits them. This source is advantageous to all threeparties the organisation, the referring employee as wellas the referred employee. The organisation recruits with

minimal effort since the referring employee knowsbetter than an outside source. The referring employeegets paid for their service and the referred employee

joins an organisation which is a known one.


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External Sources of Recruitment Recruitment through advertisement The organisation

advertises the vacancies in newspapers, employmentnews and magazines. The details of work and

qualifications required are given in the advertisement.Advertisements are the most common method ofexternal recruitment. They can be found in many placessuch as newspaper, job posting on job sites and

advertisements on websites related to positionsrecruited.


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External Sources of Recruitment Recruitment through employment exchanges The

unemployed and underemployed applicants registerthemselves with employment exchanges. The names,

addresses, qualifications and experience of thecandidates are noted with the employment exchange.The employers contact these employment exchanges tomeet their requirements and the exchanges direct the

suitable candidates to contact the employers, who aftertheir testing recruit suitable number of candidates.


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External Sources of Recruitment Campus recruitment The employers contact

universities and technical institutes to meet theiremployee requirement. The heads of the institutions

prepare a list of candidates fulfilling qualifications andsend it to the employers. Eligible candidates are selectedafter the interview.

Recruitment through placement agencies Indian or

foreign organisations authorise certain institutions torecruit specific type of employees on their behalf. Theseinstitutions offer paid recruitment services and arecommon external source of recruitment.


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External Sources of Recruitment Recruitment through irregular application There are

certain highly qualified candidates who contact theorganisations directly to find about a vacancy and hand

over their bio-data. If the organisation requires suchcandidates they may be recruited.

Database search on job sites Organisations canpurchase data from job websites for a certain period of

time and recruit suitable candidates from the databaseof the job sites.


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Advantages of External Recruiting Having access to a potentially large applicant

pool

Being able to attract people who have the skills,knowledge, and abilities an organization needs

Bringing in newcomers who may have a freshapproach to problems and be up to date on the

latest technology


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Disadvantages of External Recruiting Relatively high costs

Candidates may lack knowledge about the inner

workings of the organization May need to receive more training

Uncertainty concerning whether they willactually be good performers


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Recruitment Process


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Recruitment Process The recruitment process involves six steps asmentioned below:

Getting recruitment request :A recruitment request

has the job specifications describing the job title, skillsrequired, responsibilities, location, start date, andapproximate end date of the assignment.

Recruitment plan: Based on recruitment requests, the

HRD makes recruitment plan and sends to the Directorfor approval. Recruitment plan includes the number ofemployees to be recruited, job description, recruitmentsources, checklist for candidates and the budget ofrecruitment. This also includes preparing jobdescriptions and person specifications.


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Recruitment Process Advertising the vacancy:After getting the approval

for the recruitment plan, the HRD should design therecruitment advertisement. After confirming the

advertisement design with the human resourcemanager, the advertisement must be given to recruitingagents or posted on free recruitment channels.

Managing the response:After seeing the

advertisement, candidates often call or email to inquireabout information related to recruitment. The humanresource department needs to build up informationchannels to answer the requirements of candidates.


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Recruitment Process Shortlisting the candidates:After receiving the CVs,

human resource department performs the next step inthe process of selecting the suitable candidates for the

posted job. Arranging and conducting interviews and decision

making:After the CVs are shortlisted, the humanresource managers conduct interviews to select the best

suitable candidate for the job. The decision whether torecruit the candidate or not depends solely upon thetotal performance of the candidate in the interview.


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Importance of Recruitment

Process Proper hiring is important as it has substantial

benefits for an organisation. Qualified, inspired, andcommitted employees ensure that objectives of the

organisation are achieved.

A wrong hire simply means wastage of the resourcesspent on hiring, training, termination, and re-hiringprocesses.

It can also demoralise the rest of the staff.


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Process The importance of recruitment process can be

summarised as follows:

To determine the manpower requirement of theorganisation.

To increase the pool of job candidates at a minimumcost.

To increase the success rate of selection process byreducing the underqualified and overqualifiedcandidates.

To reduce the possibility of finally selected candidatesfrom leaving the job after a short period of time.


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Process To meet the legal and social obligations of the

organisation related to composition of the workforce.

To identify the potential applicants suitable for the job.

To increase individual and organisational efficiency inthe short term and the long term.

To evaluate the effectiveness of the various recruitingmethods for the job applicants.

To link the employers with the employees.

To attract more candidates to apply in the organisation.


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Civil Rights Act of 1964. It prohibits discrimination in employment practices

when the discrimination is based on a persons race,color, sex, religion or national origin. The federal law

applies to organizations with 15 or more employees.Age Discrimination in Employment Act of 1967.

extends discrimination protection to persons aged 40years old and older for organizations of 20 or more

employees.

Pregnancy Discrimination Act of 1975

it is illegal to refuse to employ a woman because ofpregnancy, childbirth or a related medical condition.

Discrimination Issues in Recruiting


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Selection Selection is the process of differentiating between

applicants in order to identify and hire those witha greater likelihood of success on the jobs

Recruitment precedes the selection process, whichinvolves creation of a pool of potential employees forthe organisation so that the management can selectthe right applicant for the right job from this pool.

The main objective of the recruitment process is toaccelerate the selection process.


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Objectives of Selection Process The selection process is based on two objectives:

To determine the most successful applicant to beselected for the job.

To sell the organisation and the job to the rightcandidate.


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Recruitment Recruitment involves the following steps :-

Job Analysis : The Personnel department first does jobanalysis. It is a process of collecting, analyzing informationabout the job (Job Description) and qualities required fordoing the job (Job Specification).

Determining the Sources of Manpower : After this, they

search for all possible sources of manpower. Advertising inleading newspapers and on the internet is one of the bestsources of manpower, due to a wide choice.

Advertising the Vacancies : The Personnel department

advertises the vacancies. The advertisement should containdetailed information about the job, the required qualitiesof the candidates, the company, etc. All suitable candidatesare asked to submit their applications to the companybefore a particular date.


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Applications Examining the Applications and Sending Application Blanks

:- Examining the Applications : The Personnel department

starts receiving applications. They examine theseapplications in detail. The candidates who are not qualifiedfor the job, incomplete applications, applications receivedlate, etc., are rejected.

Sending Application Blanks : The remaining candidatesare sent "Application Blanks". An application blank is a"fact-finder". It collects information about the candidate's

background, education, training, experience, reference,etc. The candidates have to fill up the application blanksand send it back to the organisation before a particulardate. Photographs, copies of certificates, etc., should alsobe sent along with the application blank.


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Interview

An interview is a verbal and visual interaction betweentwo or more persons, for a particular purpose. Aninterview is an oral examination of candidates. The

main purpose of an interview is to match candidateswith jobs.

There are many types of interviews e.g. Groupinterview, Individual interview, Panel interview, Stress

interview, etc.


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Medical Examination

After the reference check, the candidates have to gothrough a medical examination.

This is done to find out whether, the candidate isphysically and mentally fit to do the job.


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Final Selection, Placement and

Induction The candidates who are successful in the medical

examination are issued appointment letters, and they

are asked to join the organisation on a particular date. On the joining date, the candidate is properly placed

and inducted.


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Difference between Recruitment & Selection

Recruitment

It the process of searching thecandidates for employment andstimulating them to apply for jobs in theorganization.

The basic purpose of recruitments is to

create a talent pool of candidates toenable the selection of best candidatesfor the organisation, by attracting moreand more employees to apply in theorganisation.

Recruitment is a positive process i.e.encouraging more and more employees

to apply . Recruitment is concerned with tappingthe sources of human resources.

There is no contract of recruitmentestablished in recruitment

Selection

It Involves the series of steps by whichthe candidates are screened for choosingthe most suitable persons for vacantposts.

The basic purpose of selection process is

to choose the right candidate to fill thevarious positions in the organisation.

Selection is a negative process as itinvolves rejection of the unsuitablecandidates.

Selection is concerned with selecting themost suitable candidate through various

interviews and tests. Selection results in a contract of service

between the employer and the selectedemployee.

manpower planning lec9 040812

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